The Giotto test was developed in the UK by John Rust for The Psychological Corporation, according to the highest international standards in psychometric testing.

John Rust made use of state-of-the-art neural network techniques to unravel the complex nature of personal integrity, as it relates to the workplace. Taken together, these factors help to provide a more accurate and reliable measure of a candidate's strengths and weaknesses. Certain combinations of factors may indicate a risk profile. Examples of profiles can be requested via email.

Giotto recognises the potential difficulties inherent in the accurate measurement of integrity and is therefore presented as an ipsative questionnaire. This helps to avoid the contaminating effects of a candidate lying or faking.

The Giotto questionnaire contains 101 items and generates scores on
7 scales based on the Prudentius model of integrity. These scales are Prudence, Fortitude, Temperance, Justice, Faith, Charity and Hope.

The test is standardised in South Africa, on all race groups and a broad range of occupational levels. It conforms to South African labour and equity legislation. The Giotto SA test is classified as a psychological test at the Professional Board of Psychology of the Health Professions Council of South Africa. The prediction accuracy of the Giotto SA test is 94%.

It takes approximately 30 minutes to complete the test.

The Giotto integrity test is particularly useful in the pre-interview stage of selection. The Giotto profile may identify certain aspects of a candidate's work-based behaviour & attitudes which may benefit from further probing during the interview process.

Charity

Envy

The Giotto test is named after the Italian renaissance painter Giotto di Bondone who painted frescoes of the 7 virtues and 7 vices.